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De exacte kosten hangen af van de functie, de benodigde opleidingen en de impact op je organisatie.\n\nMaar waar bestaan deze kosten uit? We delen ze op in vier categorieën:\n\n### 1. Kosten bij vertrek van medewerkers\nWanneer een medewerker vertrekt, komen daar meteen kosten bij kijken:\n- Tijd die je besteedt aan exit-interviews\n- Administratieve kosten rond het uitdiensttreden\n- Tijdelijke vervanging regelen (vaak tegen hogere tarieven)\n- Overdracht van kennis en lopende projecten\n### 2. Kosten door effecten van het verloop\nDeze categorie bevat vaak de grootste verborgen kosten:\n- Productiviteitsverlies in teams\n- Ontevreden klanten die mogelijk weglopen\n- Gemiste orders of kansen\n- Extra managementtijd die nodig is om de gevolgen op te vangen\n- Verlies van kennis en deskundigheid die de vertrekkende medewerker meeneemt\n- Mogelijke imagoschade in de markt\n- Demotivatie van achterblijvende collega's\n- Hogere werkdruk die kan leiden tot uitval van andere medewerkers\n\nDeze [indirecte kosten zijn goed voor meer dan tweederde van de totale kosten](https:\u002F\u002Fwww.randstad.be\u002Fnl\u002Fworkforce360\u002Fstrategic-talent-management\u002Fhoge-kosten-personeelsverloop-onder-loep\u002F) bij het verlies van een werknemer, naast mogelijke blijvende schade in de vorm van een slechter merkimago en lager moreel.\n\n### 3. Kosten voor vervanging\nDe kosten om nieuwe medewerkers te werven zijn vaak het meest zichtbaar:\n- Advertentiekosten of kosten voor externe wervers\n- Tijd die besteed wordt aan het screenen van cv's en voeren van sollicitatiegesprekken\n- Kosten voor selectietests en assessments\n- Administratieve kosten rond de indiensttreding\n- Mogelijk hogere salarissen om nieuwe mensen aan te trekken\n\n### 4. Kosten voor inwerken en opleiden\nTen slotte zijn er de kosten om nieuwe medewerkers productief te maken:\n- Ontwikkeling en uitvoering van inwerkprogramma's\n- Specialistische opleidingen die nodig zijn\n- Managementtijd of tijd van collega's om de nieuwe medewerker in te werken\n- Lagere productiviteit van de nieuwe medewerker in de eerste maanden\n\n### Een rekenvoorbeeld\nLaten we een praktisch voorbeeld bekijken.\n\nBedrijf X heeft 150 werknemers en een jaarlijks verloop van 11%.\n- Jaarlijks verlaten zo’n 16-17 medewerkers het bedrijf\n- De wervingskosten zijn € 25.000 per medewerker\n- De kosten voor ontwikkeling zijn € 10.000\n- De studiekosten € 10.000\n- Verlies productiviteit is zo’n € 50.000 aan productiviteit\n\nMet dit voorbeeld kom je al op een verlies van iets meer dan [1,5 miljoen euro per jaar](https:\u002F\u002Fwww.firstflow.co\u002Fnl\u002Fblog\u002Fwat-kost-personeelsverloop). Uiteraard zijn deze cijfers fictief en is dit per bedrijf compleet verschillend. Maar het is een indicatie van wat het jou zou kunnen kosten.\n\nDoor het personeelsverloop met slechts 20% te verkleinen, zou je al zo'n 300.000 euro per jaar kunnen besparen. En dat is alleen het financiële voordeel, nog los van de positieve impact op je bedrijfscultuur en de continuïteit van je dienstverlening.\n",{"__typename":992,"sys":993,"image":8,"type":995,"variant":27,"title":8,"subtitle":996,"body":8,"primaryLink":997},"Name",{"id":994},"1N90c14VmI1nwm6hOcvx0E","sales","Weten wat een nieuwe medewerker kost? Reken het direct uit",{"asset":8,"leadingIcon":8,"icon":27,"iconPosition":998,"externalUrl":8,"internalUrl":8,"type":999,"name":1000,"label":1001,"title":8,"theme":8,"linkedPage":1002},"end","internal","In blog - FTE calc","Ga naar de calculator",{"slug":165,"parentPage":1003},{"slug":39,"parentPage":1004},{"slug":42},{"__typename":976,"sys":1006,"linksCollection":1008,"image":8,"name":1010,"variant":8,"header":1011,"body":1012},{"id":1007},"GjbIIAcd6K0zxjqTvfQL4",{"items":1009},[],"HR & Mensen 1.2 | Verborgen kosten personeelsverloop | De impact per type medewerker","De impact per type medewerker","## De impact per type medewerker\nDe kosten van verloop verschillen sterk per functieniveau en rol. Uiteraard zijn de kosten die het verloop van dit soort functies met zich meebrengen schattingen en indicaties, en verschillen ze sterk per bedrijf, maar er zijn richtlijnen. Deze kosten zijn een combinatie van de bovenstaande factoren.\n\nDit zijn voorbeelden van waar je rekening mee kan houden als een bepaalde type medewerker vertrekt:\n\n__Voor productiemedewerkers of front-line personeel:__ \nDe kosten liggen meestal tussen de 30% en 50% van het jaarsalaris. Denk aan een medewerker met een jaarsalaris van 35.000 euro, dan kost vervanging tussen de 10.500 en 17.500 euro.\n\n__Voor middenmanagement of specialistische functies:__ \nHier lopen de kosten op tot 150% van het jaarsalaris. Bij een jaarsalaris van 60.000 euro betekent dit een kostenplaatje van ongeveer 90.000 euro per vertrekkende medewerker.\n\n__Voor hoger management of moeilijk vervangbare specialisten:__ \nDe kosten kunnen oplopen tot 200% of zelfs meer van het jaarsalaris. Bij een jaarsalaris van 100.000 euro kan dit oplopen tot 200.000 euro of meer per vertrek.\n\n### Verborgen kosten die vaak over het hoofd worden gezien\nNaast de meetbare kosten zijn er nog meer verborgen kosten die moeilijker in geld uit te drukken zijn, maar zeker impact hebben op je bedrijf:\n\n- __Verlies van bedrijfscultuur__  \nMedewerkers die lang in dienst zijn, dragen de cultuur van je bedrijf. Hun vertrek heeft een grotere impact dan je denkt – buiten het financiële aspect. \n- __Verlies van klantrelaties__  \nMedewerkers bouwen persoonlijke relaties op met klanten. Afhankelijk van hun rol in jouw bedrijf kan het zelfs zo zijn dat ze [meeverhuizen met hun contactpersoon](https:\u002F\u002Flets-elevate.nl\u002Fde-werkelijke-kosten-van-personeelsverloop\u002F).\n- __Kennislekkage naar concurrenten__  \nVertrekkende medewerkers nemen niet alleen hun kennis mee, maar brengen deze mogelijk ook naar je concurrenten. Dit kan op termijn je concurrentiepositie verzwakken.\n- __Reputatieschade op de arbeidsmarkt__  \nMedewerkers die ontevreden vertrekken, zullen dit vaak delen met anderen. Dit kan je reputatie als werkgever beschadigen en het moeilijker maken om in de toekomst goede mensen aan te trekken.\n",{"__typename":976,"sys":1014,"linksCollection":1016,"image":8,"name":1018,"variant":8,"header":1019,"body":1020},{"id":1015},"4xvUFxNASkhGYgjW9tuVyt",{"items":1017},[],"HR & Mensen 1.3 | Verborgen kosten personeelsverloop | Vijf strategieën hoe je personeelsverloop vermindert","Vijf strategieën hoe je personeelsverloop vermindert","## Vijf strategieën hoe je personeelsverloop vermindert\nOm de kosten van personeelsverloop te beperken, is het belangrijk om te investeren in het behoud van je medewerkers. Hier zijn vijf effectieve strategieën:\n\n1. __Werk de onboarding goed uit__  \nEen goede start is het halve werk. Nieuwe medewerkers die een leuk en goed inwerkprogramma doorlopen, blijven gemiddeld langer bij een organisatie. Zorg daarom dat nieuwe medewerkers zich welkom voelen en goed worden ingewerkt.\n2. __Bied ontwikkelingsmogelijkheden__  \nMedewerkers die kunnen groeien en zich kunnen ontwikkelen, zijn meer betrokken en blijven langer. Als een medewerker iets anders wilt gaan doen, maar je kunt ze die optie bieden binnen je bedrijf, hou je toch de persoon en kennis in je organisatie. \n3. __Zorg voor een goede werk-privébalans__  \nEen gezonde werk-privébalans wordt steeds belangrijker voor werknemers. Bied daarom flexibiliteit in werktijden en werklocaties waar mogelijk, en houd rekening met de persoonlijke situatie van je medewerkers.\n4. __Creëer een positieve bedrijfscultuur__  \nEen fijne werksfeer is één van de belangrijkste redenen [waarom mensen bij een bedrijf blijven](https:\u002F\u002Fwww.randstad.be\u002Fnl\u002Fworkforce360\u002Fstrategic-talent-management\u002Fhoge-kosten-personeelsverloop-onder-loep\u002F). Investeer in teambuilding, vier successen samen en zorg voor een open communicatie. \n5. __Bied concurrerende arbeidsvoorwaarden__  \nSalaris is niet de enige reden is waarom mensen blijven, maar het is wel belangrijk om marktconforme arbeidsvoorwaarden te bieden. Kijk verder dan alleen salaris en denk ook aan secundaire arbeidsvoorwaarden die aansluiten bij de behoeften van je medewerkers.\n",{"__typename":976,"sys":1022,"linksCollection":1024,"image":8,"name":1026,"variant":8,"header":1027,"body":1028},{"id":1023},"30WVMFy8PPyQbeFXKwIdbX",{"items":1025},[],"HR & Mensen 1.4 | Verborgen kosten personeelsverloop | Exit-interviews: een goudmijn aan informatie","Exit-interviews: een goudmijn aan informatie","## Exit-interviews: een goudmijn aan informatie\nWeten waarom medewerkers vertrekken is uiterst belangrijk. In exit-interviews zijn medewerkers [vaak eerlijk en geven ze je inzicht in wat er echt speelt](https:\u002F\u002Flets-elevate.nl\u002Fde-werkelijke-kosten-van-personeelsverloop\u002F). Stel open vragen en leg de feedback vast, zo identificeer je verbeterpunten binnen je organisatie. \n\nZorg dat deze interviews worden afgenomen door iemand die niet de directe leidinggevende is van de vertrekkende medewerker. Zo krijg je eerlijkere antwoorden en betere inzichten. ",{"__typename":976,"sys":1030,"linksCollection":1032,"image":8,"name":1034,"variant":8,"header":1035,"body":1036},{"id":1031},"3IHbuPVhcvVvUK89DtUkaA",{"items":1033},[],"HR & Mensen 1.5 | Verborgen kosten personeelsverloop | Investeren in behoud loont","Investeren in behoud loont","## Investeren in behoud loont\nDe boodschap is duidelijk: investeren in het behoud van je medewerkers loont. Niet alleen bespaar je de directe en indirecte kosten van personeelsverloop, maar je bouwt ook aan een sterkere organisatie met meer continuïteit, tevreden klanten en een positieve bedrijfscultuur.\n\nIn een krappe arbeidsmarkt is het belangrijk om niet alleen te focussen op het werven van nieuwe mensen, maar vooral ook op het behouden van je huidige medewerkers. Want voorkomen is nog altijd beter dan genezen.\n\nIn [een volgend artikel](\u002Fmagazine\u002Fwat-maakt-jouw-bedrijf-aantrekkelijk\u002F) gaan we dieper in op het creëren van een aantrekkelijk werkgeversmerk (employer branding) om zowel nieuwe medewerkers aan te trekken als huidige medewerkers te behouden. \n\nWil je alvast meer weten over het aantrekken van talent? Lees dan meer over [het nieuwe werven in 2025](\u002Fmagazine\u002Fhet-nieuwe-werven-in-2025\u002F).\n",{"__typename":992,"sys":1038,"image":8,"type":995,"variant":1040,"title":8,"subtitle":1041,"body":8,"primaryLink":1042},{"id":1039},"7e6WnLwsY7pKZ54l3TE2zQ","highlight","Personeel nodig om door te groeien? Wij helpen je stapsgewijs meer personeel vinden én houden",{"asset":8,"leadingIcon":8,"icon":27,"iconPosition":998,"externalUrl":8,"internalUrl":8,"type":999,"name":1043,"label":1044,"title":8,"theme":8,"linkedPage":1045},"In blog - FTE Stappenplan","Download je stappenplan",{"slug":172,"parentPage":1046},{"slug":67,"parentPage":1047},{"slug":42},{"items":1049},[1050,1062,1086,1094],{"__typename":1051,"sys":1052,"cardsCollection":1054,"textAnimation":8,"type":1056,"title":1057,"subtitle":8,"anchorName":8,"tagsCollection":1058},"CompCardWrapper",{"id":1053},"lg5xUEvu6lRk3qfWDSLUl",{"items":1055},[],"filterable-article-previews-wrapper","Bekijk onze meest recente HR artikelen",{"items":1059},[1060],{"sys":1061,"name":122,"value":946,"type":947,"filterParameter":948},{"id":945},{"__typename":1051,"sys":1063,"tagsCollection":1065,"textAnimation":8,"type":1067,"title":8,"subtitle":8,"anchorName":8,"cardsCollection":1068},{"id":1064},"2OUEiZaVbOBDZnp5yw7iLu",{"items":1066},[],"anchor-wrapper",{"items":1069},[1070],{"__typename":992,"sys":1071,"secondaryLink":8,"cardAnimation":8,"mediaAnimation":8,"textAnimation":8,"type":1073,"alignment":1074,"title":1075,"subtitle":8,"body":1076,"trackingComponentName":1077,"videoControls":8,"optionalVideoExtras":8,"image":1078,"primaryLink":1080},{"id":1072},"KDZmI5mkLvOvogEgH7N29","anchor","align-right","Behoefte aan een ervaren ondernemer om even te sparren?","Krijg toegang tot een netwerk van 500+ ervaren ondernemers. Via 1-op-1 begeleiding kun je sparren met en leren van een ondernemer met specifieke kennis van jouw sector en uitdagingen.","dpkn-banner",{"url":1079,"description":916},"https:\u002F\u002Fimages.ctfassets.net\u002Fugvt7frqdowh\u002FhZXE8zH8GqvwT2zgSdYT8\u002F16c94cbea994c11609a95fa844ce7499\u002Fcoverimage-crowdfunding__1_.jpg",{"asset":8,"dialogueModal":8,"leadingIcon":8,"icon":1081,"iconPosition":998,"externalUrl":8,"internalUrl":8,"type":999,"name":1082,"label":1082,"title":8,"theme":8,"linkedPage":1083},"chevron","Bekijk het mentorschap",{"slug":188,"parentPage":1084},{"slug":39,"parentPage":1085},{"slug":42},{"__typename":992,"sys":1087,"primaryLink":8,"secondaryLink":8,"cardAnimation":8,"mediaAnimation":8,"textAnimation":8,"type":1089,"alignment":8,"title":8,"subtitle":8,"body":1090,"trackingComponentName":8,"videoControls":1091,"optionalVideoExtras":8,"image":1092},{"id":1088},"4ZHDIQWTqMil0wyg8k9Mgw","content-highlight","### Dit artikel is gecontroleerd door Han Mesters\nHan Mesters is sector banker Zakelijke dienstverlening. Deze sector is heel divers en omvat onder meer accountancy, advocatuur, consultancy, notariaat, uitzenders, schoonmaakbedrijven en beveiligingsbedrijven. Han is al meer dan 17 jaar werkzaam in banen die als aandachtsgebied de sector zakelijke dienstverlening hebben.\n\n[Bekijk het profiel van Han](https:\u002F\u002Fwww.abnamro.nl\u002Fnl\u002Fzakelijk\u002Finsights\u002Fauteurs\u002Fhan-mesters\u002Findex.html).\n",true,{"url":1093,"description":916},"https:\u002F\u002Fimages.ctfassets.net\u002Fugvt7frqdowh\u002F675ZRyrunOOvhiiE6BVimw\u002F748e2eb2f8ac914cf98593baf700f03b\u002Fhan-mesters-profiel.png",{"__typename":1051,"sys":1095,"tagsCollection":1097,"textAnimation":8,"type":1099,"title":8,"subtitle":8,"anchorName":8,"cardsCollection":1100},{"id":1096},"4WyOqzlGSoZgp4xoBky1gC",{"items":1098},[],"feedback-card-wrapper",{"items":1101},[1102],{"__typename":1103,"sys":1104,"label":1106,"valueId":1107,"layout":1108,"radioType":1109,"required":8,"helperMessage":1110,"leadType":8,"placeholder":8,"tooltip":8,"radiobuttonsCollection":1111},"WizardComponentRadiobuttonSet",{"id":1105},"ZxE9JpEnpHZz87TwizmgJ","Hoe tevreden ben je met dit artikel?","articleBlogFeedback","inline","enriched-radio","We horen graag wat je van dit artikel vindt! ",{"items":1112},[1113,1120,1125,1130,1135],{"__typename":1114,"sys":1115,"image":8,"valueId":1117,"label":1118,"placeholder":8,"type":1119,"leadType":8,"booleanValue":8,"contextType":8,"required":8,"helperMessage":8,"tooltip":8},"WizardComponentTextInput",{"id":1116},"XAF7uHZ862TgK57YGaDwM","genericPdpFeedbackRadioOne","1","radio",{"__typename":1114,"sys":1121,"image":8,"valueId":1123,"label":1124,"placeholder":8,"type":1119,"leadType":8,"booleanValue":8,"contextType":8,"required":8,"helperMessage":8,"tooltip":8},{"id":1122},"4q7k4PWHQCMFiU8zQmlrkG","genericPdpFeedbackRadioTwo","2",{"__typename":1114,"sys":1126,"image":8,"valueId":1128,"label":1129,"placeholder":8,"type":1119,"leadType":8,"booleanValue":8,"contextType":8,"required":8,"helperMessage":8,"tooltip":8},{"id":1127},"5OQ0mhjfd7Uq6uX3KWvn6n","genericPdpFeedbackRadioThree","3",{"__typename":1114,"sys":1131,"image":8,"valueId":1133,"label":1134,"placeholder":8,"type":1119,"leadType":8,"booleanValue":8,"contextType":8,"required":8,"helperMessage":8,"tooltip":8},{"id":1132},"WCi3uFOQAFutAzi0udnij","genericPdpFeedbackRadioFour","4",{"__typename":1114,"sys":1136,"image":8,"valueId":1138,"label":1139,"placeholder":8,"type":1119,"leadType":8,"booleanValue":8,"contextType":8,"required":8,"helperMessage":8,"tooltip":8},{"id":1137},"4ldRZgtvse1mBwa1JFyNqq","genericPdpFeedbackRadioFive","5",{"data":1141,"body":1142,"toc":1174},{"title":916,"description":916},{"type":1143,"children":1144},"root",[1145,1154,1160],{"type":1146,"tag":1147,"props":1148,"children":1150},"element","h3",{"id":1149},"dit-artikel-is-gecontroleerd-door-han-mesters",[1151],{"type":1152,"value":1153},"text","Dit artikel is gecontroleerd door Han Mesters",{"type":1146,"tag":1155,"props":1156,"children":1157},"p",{},[1158],{"type":1152,"value":1159},"Han Mesters is sector banker Zakelijke dienstverlening. Deze sector is heel divers en omvat onder meer accountancy, advocatuur, consultancy, notariaat, uitzenders, schoonmaakbedrijven en beveiligingsbedrijven. Han is al meer dan 17 jaar werkzaam in banen die als aandachtsgebied de sector zakelijke dienstverlening hebben.",{"type":1146,"tag":1155,"props":1161,"children":1162},{},[1163,1172],{"type":1146,"tag":1164,"props":1165,"children":1169},"a",{"href":1166,"rel":1167},"https:\u002F\u002Fwww.abnamro.nl\u002Fnl\u002Fzakelijk\u002Finsights\u002Fauteurs\u002Fhan-mesters\u002Findex.html",[1168],"nofollow",[1170],{"type":1152,"value":1171},"Bekijk het profiel van Han",{"type":1152,"value":1173},".",{"title":916,"searchDepth":1175,"depth":1175,"links":1176},2,[1177],{"id":1149,"depth":1178,"text":1153},3,{"data":1180,"body":1182,"toc":1202},{"title":916,"description":1181},"Belangrijk! Vul geen persoonlijke gegevens in, zoals je naam of pincode. We gebruiken je feedback voor het verbeteren van onze service. Hulp nodig? Neem contact met ons op door te e-mailen naar doorpakken@nl.abnamro.com.",{"type":1143,"children":1183},[1184],{"type":1146,"tag":1155,"props":1185,"children":1186},{},[1187,1193,1195,1201],{"type":1146,"tag":1188,"props":1189,"children":1190},"strong",{},[1191],{"type":1152,"value":1192},"Belangrijk!",{"type":1152,"value":1194}," Vul geen persoonlijke gegevens in, zoals je naam of pincode. We gebruiken je feedback voor het verbeteren van onze service. Hulp nodig? Neem contact met ons op door te e-mailen naar ",{"type":1146,"tag":1164,"props":1196,"children":1198},{"href":1197},"mailto:doorpakken@nl.abnamro.com",[1199],{"type":1152,"value":1200},"doorpakken@nl.abnamro.com",{"type":1152,"value":1173},{"title":916,"searchDepth":1175,"depth":1175,"links":1203},[],{"data":1205,"body":1206,"toc":1212},{"title":916,"description":1076},{"type":1143,"children":1207},[1208],{"type":1146,"tag":1155,"props":1209,"children":1210},{},[1211],{"type":1152,"value":1076},{"title":916,"searchDepth":1175,"depth":1175,"links":1213},[],{"data":1215,"body":1217,"toc":1227},{"title":916,"description":1216},"Als ondernemer weet je dat het vinden van nieuw personeel tijd en geld kost. Maar de kosten van het verliezen van medewerkers mogen ook niet onderschat worden, en toch gebeurt dit vaak.",{"type":1143,"children":1218},[1219,1223],{"type":1146,"tag":1155,"props":1220,"children":1221},{},[1222],{"type":1152,"value":1216},{"type":1146,"tag":1155,"props":1224,"children":1225},{},[1226],{"type":1152,"value":907},{"title":916,"searchDepth":1175,"depth":1175,"links":1228},[],{"data":1230,"body":1231,"toc":1498},{"title":916,"description":916},{"type":1143,"children":1232},[1233,1239,1253,1258,1264,1269,1294,1300,1305,1348,1362,1368,1373,1401,1407,1412,1435,1441,1446,1451,1479,1493],{"type":1146,"tag":1234,"props":1235,"children":1237},"h2",{"id":1236},"de-werkelijke-kosten",[1238],{"type":1152,"value":989},{"type":1146,"tag":1155,"props":1240,"children":1241},{},[1242,1244,1251],{"type":1152,"value":1243},"De kosten voor het vervangen van een vertrekkende medewerker kunnen variëren van ",{"type":1146,"tag":1164,"props":1245,"children":1248},{"href":1246,"rel":1247},"https:\u002F\u002Fbusiness-wise.nl\u002Fpersoneelsverloop-kost-meer-dan-u-denkt\u002F",[1168],[1249],{"type":1152,"value":1250},"30% tot maar liefst 200% van het jaarsalaris van die medewerker",{"type":1152,"value":1252},". De exacte kosten hangen af van de functie, de benodigde opleidingen en de impact op je organisatie.",{"type":1146,"tag":1155,"props":1254,"children":1255},{},[1256],{"type":1152,"value":1257},"Maar waar bestaan deze kosten uit? We delen ze op in vier categorieën:",{"type":1146,"tag":1147,"props":1259,"children":1261},{"id":1260},"_1-kosten-bij-vertrek-van-medewerkers",[1262],{"type":1152,"value":1263},"1. Kosten bij vertrek van medewerkers",{"type":1146,"tag":1155,"props":1265,"children":1266},{},[1267],{"type":1152,"value":1268},"Wanneer een medewerker vertrekt, komen daar meteen kosten bij kijken:",{"type":1146,"tag":1270,"props":1271,"children":1272},"ul",{},[1273,1279,1284,1289],{"type":1146,"tag":1274,"props":1275,"children":1276},"li",{},[1277],{"type":1152,"value":1278},"Tijd die je besteedt aan exit-interviews",{"type":1146,"tag":1274,"props":1280,"children":1281},{},[1282],{"type":1152,"value":1283},"Administratieve kosten rond het uitdiensttreden",{"type":1146,"tag":1274,"props":1285,"children":1286},{},[1287],{"type":1152,"value":1288},"Tijdelijke vervanging regelen (vaak tegen hogere tarieven)",{"type":1146,"tag":1274,"props":1290,"children":1291},{},[1292],{"type":1152,"value":1293},"Overdracht van kennis en lopende projecten",{"type":1146,"tag":1147,"props":1295,"children":1297},{"id":1296},"_2-kosten-door-effecten-van-het-verloop",[1298],{"type":1152,"value":1299},"2. Kosten door effecten van het verloop",{"type":1146,"tag":1155,"props":1301,"children":1302},{},[1303],{"type":1152,"value":1304},"Deze categorie bevat vaak de grootste verborgen kosten:",{"type":1146,"tag":1270,"props":1306,"children":1307},{},[1308,1313,1318,1323,1328,1333,1338,1343],{"type":1146,"tag":1274,"props":1309,"children":1310},{},[1311],{"type":1152,"value":1312},"Productiviteitsverlies in teams",{"type":1146,"tag":1274,"props":1314,"children":1315},{},[1316],{"type":1152,"value":1317},"Ontevreden klanten die mogelijk weglopen",{"type":1146,"tag":1274,"props":1319,"children":1320},{},[1321],{"type":1152,"value":1322},"Gemiste orders of kansen",{"type":1146,"tag":1274,"props":1324,"children":1325},{},[1326],{"type":1152,"value":1327},"Extra managementtijd die nodig is om de gevolgen op te vangen",{"type":1146,"tag":1274,"props":1329,"children":1330},{},[1331],{"type":1152,"value":1332},"Verlies van kennis en deskundigheid die de vertrekkende medewerker meeneemt",{"type":1146,"tag":1274,"props":1334,"children":1335},{},[1336],{"type":1152,"value":1337},"Mogelijke imagoschade in de markt",{"type":1146,"tag":1274,"props":1339,"children":1340},{},[1341],{"type":1152,"value":1342},"Demotivatie van achterblijvende collega's",{"type":1146,"tag":1274,"props":1344,"children":1345},{},[1346],{"type":1152,"value":1347},"Hogere werkdruk die kan leiden tot uitval van andere medewerkers",{"type":1146,"tag":1155,"props":1349,"children":1350},{},[1351,1353,1360],{"type":1152,"value":1352},"Deze ",{"type":1146,"tag":1164,"props":1354,"children":1357},{"href":1355,"rel":1356},"https:\u002F\u002Fwww.randstad.be\u002Fnl\u002Fworkforce360\u002Fstrategic-talent-management\u002Fhoge-kosten-personeelsverloop-onder-loep\u002F",[1168],[1358],{"type":1152,"value":1359},"indirecte kosten zijn goed voor meer dan tweederde van de totale kosten",{"type":1152,"value":1361}," bij het verlies van een werknemer, naast mogelijke blijvende schade in de vorm van een slechter merkimago en lager moreel.",{"type":1146,"tag":1147,"props":1363,"children":1365},{"id":1364},"_3-kosten-voor-vervanging",[1366],{"type":1152,"value":1367},"3. Kosten voor vervanging",{"type":1146,"tag":1155,"props":1369,"children":1370},{},[1371],{"type":1152,"value":1372},"De kosten om nieuwe medewerkers te werven zijn vaak het meest zichtbaar:",{"type":1146,"tag":1270,"props":1374,"children":1375},{},[1376,1381,1386,1391,1396],{"type":1146,"tag":1274,"props":1377,"children":1378},{},[1379],{"type":1152,"value":1380},"Advertentiekosten of kosten voor externe wervers",{"type":1146,"tag":1274,"props":1382,"children":1383},{},[1384],{"type":1152,"value":1385},"Tijd die besteed wordt aan het screenen van cv's en voeren van sollicitatiegesprekken",{"type":1146,"tag":1274,"props":1387,"children":1388},{},[1389],{"type":1152,"value":1390},"Kosten voor selectietests en assessments",{"type":1146,"tag":1274,"props":1392,"children":1393},{},[1394],{"type":1152,"value":1395},"Administratieve kosten rond de indiensttreding",{"type":1146,"tag":1274,"props":1397,"children":1398},{},[1399],{"type":1152,"value":1400},"Mogelijk hogere salarissen om nieuwe mensen aan te trekken",{"type":1146,"tag":1147,"props":1402,"children":1404},{"id":1403},"_4-kosten-voor-inwerken-en-opleiden",[1405],{"type":1152,"value":1406},"4. Kosten voor inwerken en opleiden",{"type":1146,"tag":1155,"props":1408,"children":1409},{},[1410],{"type":1152,"value":1411},"Ten slotte zijn er de kosten om nieuwe medewerkers productief te maken:",{"type":1146,"tag":1270,"props":1413,"children":1414},{},[1415,1420,1425,1430],{"type":1146,"tag":1274,"props":1416,"children":1417},{},[1418],{"type":1152,"value":1419},"Ontwikkeling en uitvoering van inwerkprogramma's",{"type":1146,"tag":1274,"props":1421,"children":1422},{},[1423],{"type":1152,"value":1424},"Specialistische opleidingen die nodig zijn",{"type":1146,"tag":1274,"props":1426,"children":1427},{},[1428],{"type":1152,"value":1429},"Managementtijd of tijd van collega's om de nieuwe medewerker in te werken",{"type":1146,"tag":1274,"props":1431,"children":1432},{},[1433],{"type":1152,"value":1434},"Lagere productiviteit van de nieuwe medewerker in de eerste maanden",{"type":1146,"tag":1147,"props":1436,"children":1438},{"id":1437},"een-rekenvoorbeeld",[1439],{"type":1152,"value":1440},"Een rekenvoorbeeld",{"type":1146,"tag":1155,"props":1442,"children":1443},{},[1444],{"type":1152,"value":1445},"Laten we een praktisch voorbeeld bekijken.",{"type":1146,"tag":1155,"props":1447,"children":1448},{},[1449],{"type":1152,"value":1450},"Bedrijf X heeft 150 werknemers en een jaarlijks verloop van 11%.",{"type":1146,"tag":1270,"props":1452,"children":1453},{},[1454,1459,1464,1469,1474],{"type":1146,"tag":1274,"props":1455,"children":1456},{},[1457],{"type":1152,"value":1458},"Jaarlijks verlaten zo’n 16-17 medewerkers het bedrijf",{"type":1146,"tag":1274,"props":1460,"children":1461},{},[1462],{"type":1152,"value":1463},"De wervingskosten zijn € 25.000 per medewerker",{"type":1146,"tag":1274,"props":1465,"children":1466},{},[1467],{"type":1152,"value":1468},"De kosten voor ontwikkeling zijn € 10.000",{"type":1146,"tag":1274,"props":1470,"children":1471},{},[1472],{"type":1152,"value":1473},"De studiekosten € 10.000",{"type":1146,"tag":1274,"props":1475,"children":1476},{},[1477],{"type":1152,"value":1478},"Verlies productiviteit is zo’n € 50.000 aan productiviteit",{"type":1146,"tag":1155,"props":1480,"children":1481},{},[1482,1484,1491],{"type":1152,"value":1483},"Met dit voorbeeld kom je al op een verlies van iets meer dan ",{"type":1146,"tag":1164,"props":1485,"children":1488},{"href":1486,"rel":1487},"https:\u002F\u002Fwww.firstflow.co\u002Fnl\u002Fblog\u002Fwat-kost-personeelsverloop",[1168],[1489],{"type":1152,"value":1490},"1,5 miljoen euro per jaar",{"type":1152,"value":1492},". Uiteraard zijn deze cijfers fictief en is dit per bedrijf compleet verschillend. Maar het is een indicatie van wat het jou zou kunnen kosten.",{"type":1146,"tag":1155,"props":1494,"children":1495},{},[1496],{"type":1152,"value":1497},"Door het personeelsverloop met slechts 20% te verkleinen, zou je al zo'n 300.000 euro per jaar kunnen besparen. En dat is alleen het financiële voordeel, nog los van de positieve impact op je bedrijfscultuur en de continuïteit van je dienstverlening.",{"title":916,"searchDepth":1175,"depth":1175,"links":1499},[1500],{"id":1236,"depth":1175,"text":989,"children":1501},[1502,1503,1504,1505,1506],{"id":1260,"depth":1178,"text":1263},{"id":1296,"depth":1178,"text":1299},{"id":1364,"depth":1178,"text":1367},{"id":1403,"depth":1178,"text":1406},{"id":1437,"depth":1178,"text":1440},{"data":1508,"body":1509,"toc":1631},{"title":916,"description":916},{"type":1143,"children":1510},[1511,1516,1521,1526,1536,1546,1556,1562,1567],{"type":1146,"tag":1234,"props":1512,"children":1514},{"id":1513},"de-impact-per-type-medewerker",[1515],{"type":1152,"value":1011},{"type":1146,"tag":1155,"props":1517,"children":1518},{},[1519],{"type":1152,"value":1520},"De kosten van verloop verschillen sterk per functieniveau en rol. Uiteraard zijn de kosten die het verloop van dit soort functies met zich meebrengen schattingen en indicaties, en verschillen ze sterk per bedrijf, maar er zijn richtlijnen. Deze kosten zijn een combinatie van de bovenstaande factoren.",{"type":1146,"tag":1155,"props":1522,"children":1523},{},[1524],{"type":1152,"value":1525},"Dit zijn voorbeelden van waar je rekening mee kan houden als een bepaalde type medewerker vertrekt:",{"type":1146,"tag":1155,"props":1527,"children":1528},{},[1529,1534],{"type":1146,"tag":1188,"props":1530,"children":1531},{},[1532],{"type":1152,"value":1533},"Voor productiemedewerkers of front-line personeel:",{"type":1152,"value":1535},"\nDe kosten liggen meestal tussen de 30% en 50% van het jaarsalaris. Denk aan een medewerker met een jaarsalaris van 35.000 euro, dan kost vervanging tussen de 10.500 en 17.500 euro.",{"type":1146,"tag":1155,"props":1537,"children":1538},{},[1539,1544],{"type":1146,"tag":1188,"props":1540,"children":1541},{},[1542],{"type":1152,"value":1543},"Voor middenmanagement of specialistische functies:",{"type":1152,"value":1545},"\nHier lopen de kosten op tot 150% van het jaarsalaris. Bij een jaarsalaris van 60.000 euro betekent dit een kostenplaatje van ongeveer 90.000 euro per vertrekkende medewerker.",{"type":1146,"tag":1155,"props":1547,"children":1548},{},[1549,1554],{"type":1146,"tag":1188,"props":1550,"children":1551},{},[1552],{"type":1152,"value":1553},"Voor hoger management of moeilijk vervangbare specialisten:",{"type":1152,"value":1555},"\nDe kosten kunnen oplopen tot 200% of zelfs meer van het jaarsalaris. Bij een jaarsalaris van 100.000 euro kan dit oplopen tot 200.000 euro of meer per vertrek.",{"type":1146,"tag":1147,"props":1557,"children":1559},{"id":1558},"verborgen-kosten-die-vaak-over-het-hoofd-worden-gezien",[1560],{"type":1152,"value":1561},"Verborgen kosten die vaak over het hoofd worden gezien",{"type":1146,"tag":1155,"props":1563,"children":1564},{},[1565],{"type":1152,"value":1566},"Naast de meetbare kosten zijn er nog meer verborgen kosten die moeilijker in geld uit te drukken zijn, maar zeker impact hebben op je bedrijf:",{"type":1146,"tag":1270,"props":1568,"children":1569},{},[1570,1584,1605,1618],{"type":1146,"tag":1274,"props":1571,"children":1572},{},[1573,1578,1582],{"type":1146,"tag":1188,"props":1574,"children":1575},{},[1576],{"type":1152,"value":1577},"Verlies van bedrijfscultuur",{"type":1146,"tag":1579,"props":1580,"children":1581},"br",{},[],{"type":1152,"value":1583},"\nMedewerkers die lang in dienst zijn, dragen de cultuur van je bedrijf. Hun vertrek heeft een grotere impact dan je denkt – buiten het financiële aspect.",{"type":1146,"tag":1274,"props":1585,"children":1586},{},[1587,1592,1595,1597,1604],{"type":1146,"tag":1188,"props":1588,"children":1589},{},[1590],{"type":1152,"value":1591},"Verlies van klantrelaties",{"type":1146,"tag":1579,"props":1593,"children":1594},{},[],{"type":1152,"value":1596},"\nMedewerkers bouwen persoonlijke relaties op met klanten. Afhankelijk van hun rol in jouw bedrijf kan het zelfs zo zijn dat ze ",{"type":1146,"tag":1164,"props":1598,"children":1601},{"href":1599,"rel":1600},"https:\u002F\u002Flets-elevate.nl\u002Fde-werkelijke-kosten-van-personeelsverloop\u002F",[1168],[1602],{"type":1152,"value":1603},"meeverhuizen met hun contactpersoon",{"type":1152,"value":1173},{"type":1146,"tag":1274,"props":1606,"children":1607},{},[1608,1613,1616],{"type":1146,"tag":1188,"props":1609,"children":1610},{},[1611],{"type":1152,"value":1612},"Kennislekkage naar concurrenten",{"type":1146,"tag":1579,"props":1614,"children":1615},{},[],{"type":1152,"value":1617},"\nVertrekkende medewerkers nemen niet alleen hun kennis mee, maar brengen deze mogelijk ook naar je concurrenten. Dit kan op termijn je concurrentiepositie verzwakken.",{"type":1146,"tag":1274,"props":1619,"children":1620},{},[1621,1626,1629],{"type":1146,"tag":1188,"props":1622,"children":1623},{},[1624],{"type":1152,"value":1625},"Reputatieschade op de arbeidsmarkt",{"type":1146,"tag":1579,"props":1627,"children":1628},{},[],{"type":1152,"value":1630},"\nMedewerkers die ontevreden vertrekken, zullen dit vaak delen met anderen. Dit kan je reputatie als werkgever beschadigen en het moeilijker maken om in de toekomst goede mensen aan te trekken.",{"title":916,"searchDepth":1175,"depth":1175,"links":1632},[1633],{"id":1513,"depth":1175,"text":1011,"children":1634},[1635],{"id":1558,"depth":1178,"text":1561},{"data":1637,"body":1638,"toc":1727},{"title":916,"description":916},{"type":1143,"children":1639},[1640,1645,1650],{"type":1146,"tag":1234,"props":1641,"children":1643},{"id":1642},"vijf-strategieën-hoe-je-personeelsverloop-vermindert",[1644],{"type":1152,"value":1019},{"type":1146,"tag":1155,"props":1646,"children":1647},{},[1648],{"type":1152,"value":1649},"Om de kosten van personeelsverloop te beperken, is het belangrijk om te investeren in het behoud van je medewerkers. Hier zijn vijf effectieve strategieën:",{"type":1146,"tag":1651,"props":1652,"children":1653},"ol",{},[1654,1667,1680,1693,1714],{"type":1146,"tag":1274,"props":1655,"children":1656},{},[1657,1662,1665],{"type":1146,"tag":1188,"props":1658,"children":1659},{},[1660],{"type":1152,"value":1661},"Werk de onboarding goed uit",{"type":1146,"tag":1579,"props":1663,"children":1664},{},[],{"type":1152,"value":1666},"\nEen goede start is het halve werk. Nieuwe medewerkers die een leuk en goed inwerkprogramma doorlopen, blijven gemiddeld langer bij een organisatie. Zorg daarom dat nieuwe medewerkers zich welkom voelen en goed worden ingewerkt.",{"type":1146,"tag":1274,"props":1668,"children":1669},{},[1670,1675,1678],{"type":1146,"tag":1188,"props":1671,"children":1672},{},[1673],{"type":1152,"value":1674},"Bied ontwikkelingsmogelijkheden",{"type":1146,"tag":1579,"props":1676,"children":1677},{},[],{"type":1152,"value":1679},"\nMedewerkers die kunnen groeien en zich kunnen ontwikkelen, zijn meer betrokken en blijven langer. Als een medewerker iets anders wilt gaan doen, maar je kunt ze die optie bieden binnen je bedrijf, hou je toch de persoon en kennis in je organisatie.",{"type":1146,"tag":1274,"props":1681,"children":1682},{},[1683,1688,1691],{"type":1146,"tag":1188,"props":1684,"children":1685},{},[1686],{"type":1152,"value":1687},"Zorg voor een goede werk-privébalans",{"type":1146,"tag":1579,"props":1689,"children":1690},{},[],{"type":1152,"value":1692},"\nEen gezonde werk-privébalans wordt steeds belangrijker voor werknemers. Bied daarom flexibiliteit in werktijden en werklocaties waar mogelijk, en houd rekening met de persoonlijke situatie van je medewerkers.",{"type":1146,"tag":1274,"props":1694,"children":1695},{},[1696,1701,1704,1706,1712],{"type":1146,"tag":1188,"props":1697,"children":1698},{},[1699],{"type":1152,"value":1700},"Creëer een positieve bedrijfscultuur",{"type":1146,"tag":1579,"props":1702,"children":1703},{},[],{"type":1152,"value":1705},"\nEen fijne werksfeer is één van de belangrijkste redenen ",{"type":1146,"tag":1164,"props":1707,"children":1709},{"href":1355,"rel":1708},[1168],[1710],{"type":1152,"value":1711},"waarom mensen bij een bedrijf blijven",{"type":1152,"value":1713},". Investeer in teambuilding, vier successen samen en zorg voor een open communicatie.",{"type":1146,"tag":1274,"props":1715,"children":1716},{},[1717,1722,1725],{"type":1146,"tag":1188,"props":1718,"children":1719},{},[1720],{"type":1152,"value":1721},"Bied concurrerende arbeidsvoorwaarden",{"type":1146,"tag":1579,"props":1723,"children":1724},{},[],{"type":1152,"value":1726},"\nSalaris is niet de enige reden is waarom mensen blijven, maar het is wel belangrijk om marktconforme arbeidsvoorwaarden te bieden. Kijk verder dan alleen salaris en denk ook aan secundaire arbeidsvoorwaarden die aansluiten bij de behoeften van je medewerkers.",{"title":916,"searchDepth":1175,"depth":1175,"links":1728},[1729],{"id":1642,"depth":1175,"text":1019},{"data":1731,"body":1732,"toc":1757},{"title":916,"description":916},{"type":1143,"children":1733},[1734,1739,1752],{"type":1146,"tag":1234,"props":1735,"children":1737},{"id":1736},"exit-interviews-een-goudmijn-aan-informatie",[1738],{"type":1152,"value":1027},{"type":1146,"tag":1155,"props":1740,"children":1741},{},[1742,1744,1750],{"type":1152,"value":1743},"Weten waarom medewerkers vertrekken is uiterst belangrijk. In exit-interviews zijn medewerkers ",{"type":1146,"tag":1164,"props":1745,"children":1747},{"href":1599,"rel":1746},[1168],[1748],{"type":1152,"value":1749},"vaak eerlijk en geven ze je inzicht in wat er echt speelt",{"type":1152,"value":1751},". Stel open vragen en leg de feedback vast, zo identificeer je verbeterpunten binnen je organisatie.",{"type":1146,"tag":1155,"props":1753,"children":1754},{},[1755],{"type":1152,"value":1756},"Zorg dat deze interviews worden afgenomen door iemand die niet de directe leidinggevende is van de vertrekkende medewerker. Zo krijg je eerlijkere antwoorden en betere inzichten.",{"title":916,"searchDepth":1175,"depth":1175,"links":1758},[1759],{"id":1736,"depth":1175,"text":1027},{"data":1761,"body":1762,"toc":1804},{"title":916,"description":916},{"type":1143,"children":1763},[1764,1769,1774,1779,1792],{"type":1146,"tag":1234,"props":1765,"children":1767},{"id":1766},"investeren-in-behoud-loont",[1768],{"type":1152,"value":1035},{"type":1146,"tag":1155,"props":1770,"children":1771},{},[1772],{"type":1152,"value":1773},"De boodschap is duidelijk: investeren in het behoud van je medewerkers loont. Niet alleen bespaar je de directe en indirecte kosten van personeelsverloop, maar je bouwt ook aan een sterkere organisatie met meer continuïteit, tevreden klanten en een positieve bedrijfscultuur.",{"type":1146,"tag":1155,"props":1775,"children":1776},{},[1777],{"type":1152,"value":1778},"In een krappe arbeidsmarkt is het belangrijk om niet alleen te focussen op het werven van nieuwe mensen, maar vooral ook op het behouden van je huidige medewerkers. Want voorkomen is nog altijd beter dan genezen.",{"type":1146,"tag":1155,"props":1780,"children":1781},{},[1782,1784,1790],{"type":1152,"value":1783},"In ",{"type":1146,"tag":1164,"props":1785,"children":1787},{"href":1786},"\u002Fmagazine\u002Fwat-maakt-jouw-bedrijf-aantrekkelijk\u002F",[1788],{"type":1152,"value":1789},"een volgend artikel",{"type":1152,"value":1791}," gaan we dieper in op het creëren van een aantrekkelijk werkgeversmerk (employer branding) om zowel nieuwe medewerkers aan te trekken als huidige medewerkers te behouden.",{"type":1146,"tag":1155,"props":1793,"children":1794},{},[1795,1797,1803],{"type":1152,"value":1796},"Wil je alvast meer weten over het aantrekken van talent? 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